Salary System

Management Approach (MA) for Material Topic

Salary System

Our remuneration policy does not discriminate based on gender, religion, race, or political affiliation. To attract and retain outstanding talent, we established a complete reward system, and offer salaries far higher than the minimum wage and at a medium-to-high salary level in the industry.

In the case of junior college graduates, their starting salary as basic-level employees is about 146% the minimum wage, and starting salary as a specialist is about 127% the minimum wage. Compensation criteria are established to reflect the required education and experience for the specific talent. They are not different between men and women. We established a Compensation Committee and the policy to periodically review whether if the compensation of management and individuals is reasonable.

Note: Male employees had higher salaries than female employees in 2024 because of the difference in seniority for second level supervisors and above. As for entry-level managers and under (inclusive) most shift workers are male and additionally received allowances for shifts.

Our “Information on Salaries of Full-time Employees in Non-managerial Positions”, which was audited by an accountant and disclosed to improve the quality of corporate governance information disclosures and better fulfill our social responsibility.

Information on Salaries of Full Time Employees in Non-Managerial Positions in the Past 3 Years

Note 1: Ratio to annual salary = annual salary of the highest paid individual in the organization / median annual salary of all employees (excluding the highest-paid individual)
Note 2: Changes in ratio to annual salary = changes in annual salary of highest paid employee / changes in median annual salary of all employees (excluding the highest paid employee)